How can you encourage desk-bound remote employees to stay active?

Seja o promotor do bem-estar, compartilhe com o time sobre a importancia do autocuidado explique como a atividade física é fundamental para elevar as taxas de horm?nios de satisfa??o e prazer, por exemplo. Como melhora a cogni??o e consequentemente a energia para executar as atividades diárias. Por isso, deve fazer parte da rotina laboral.

O melhor caminho é sempre o exemplo. N?o é atoa que 8 em cada 10 profissionais pedem demiss?o por conta do seu chefe. Por isso, ritos s?o importantes para manter a cultura, mesmo remotamente. Reuniōes diárias, encontros semanais, happy hour de descontra??o online. Quais os momentos de conex?o, você, líder, tem proporcionado e sido exemplo?

Define your wellness or family linked priorities and flex in consideration with time-zone you need to work with. Important for your peers/manager to understand and appreciate your "Switch Off" hours so that calls or meetings are avoided in that time period.

Encourage desk-bound remote employees to stay active by promoting regular breaks for stretching or short walks throughout the day. Offer flexible work schedules that allow for physical activity during breaks or outside of traditional working hours. Provide resources such as online exercise classes, wellness challenges, or ergonomic tips to support employees in maintaining an active lifestyle while working remotely. Additionally, foster a culture of wellness by encouraging virtual team activities that promote physical activity and camaraderie, such as virtual fitness challenges or walking meetings.

Lead by example – discuss your own efforts to stay active while remote. Share tips and organize virtual fitness challenges to inspire your team to prioritize physical wellbeing. Your proactive approach sets a positive tone for maintaining a healthy work-life balance.

Instead of offering health and wellness benefits that are pre-determined, consider supporting your employees' health by giving them a wellbeing fund. Companies are turning to annual or quarterly lump sums that their employees can use at their discretion–without much regulation or stipulations on what is deemed wellbeing-related. Let it be colored pencils, wood to build a tree house, a surfboard, or medical bill coverage. Taking care of employees' wellbeing in this customized way can help alleviate stress and encourage an active lifestyle. Most importantly, it will meet employees where they are at in their health journey.

A Steps challenge involving team members is a great engagement campaign with focus on employee physical well-being as well. Plus, company wellness clubs organizing long walks as an engagement event is another positive sign to create a wellness culture. Both of these initiatives are practised in PepsiCo.

Build a culture that promotes physical well-being for both, on-site and desk-bound remote employees. Invite employees to be a part of a wellness club that mainly focuses on ways to remain physically active. Offer incentives and rewards such as fitness club memberships, participation in nutrition webinars, and healthy meal coupons. Assign walk buddies. A combination of on-site and remote workers who are part of a group that tracks the number of steps or time spent on any physical activity. To make it more exciting, turn it into a quarterly or half-yearly competition. May the 'most-active employee win!'

Wellbeing initiatives on their own will struggle to make an impact if organisational culture doesn't accommodate them, albeit they are still worth implementing. Focus on creating a culture that supports your wellbeing initiative. Int his context, if you want staff to be able to be more active, encourage flexible working, regular short breaks, amongst other aspects.

It may sometimes be more difficult for remote employees to stay active than those in office locations. Those who travel to work will need to undertake at least some exercise during that transit, and their working day parameters are probably more clearly defined also. Whereas those at home have no travel time, and are therefore probably using that time to work longer hours (with less exercise). Many may also feel the need to "prove" their worth to those remote work doubters in the office! Employers should recognise these challenges and strongly encourage working-hour parameters and "downtime" when the employee can get some air and exercise. Better for the employee, and better for their productivity (and by extension) the employer too.

Empower employees to take breaks where they TRULY disconnect. Actively promote the notion that it's okay not to respond to calls or chat messages immediately if they come in during "offline" time. It's rare that a 15-30 minute delay will cause chaos, and it will do wonders for employee morale both in-the-moment and long-term.

let's enhance our well-being by exploring the benefits of staying active! I'll share articles, videos, and expert insights to inform and motivate. Discover success stories and let's make informed decisions for a healthier, more active life. Here's to a team that thrives together!

Oft people who want to engage with these types of initiatives just need a point int he right direction. People normally fall into three categories when it comes to wellbeing initiatives: - Those that will always engage. - Those who want to but aren't sure. - Those who never will. This was even true of elite sportspeople I used to work with - there were ALWAYS those that wouldn't engage fully with an activity programme. The smaller you can make the bottom category of people the better. Then, focus on driving those from the middle bracket up to the top. To this end, provide education and examples of why extra activity is beneficial, and have those who are regularly active offer tips, advice and assistance where they can.

As a HR representative, I'm thrilled to introduce a key strategy to keep our remote team active: seeking your feedback. Participate in surveys and polls to share your preferences, motivating us to tailor wellness activities to your liking. Join our interactive chat, fostering open dialogue and idea exchange among peers. Prefer a more personal touch? Opt for individual interviews to discuss specific needs. Regularly reviewing results ensures our initiatives are effective and inclusive. Your feedback not only refines our strategies but also makes each team member feel valued and heard. Let's collaborate in shaping a workplace that prioritizes well-being alongside professional growth.

Slack channels dedicated to wellness have proven to be an effective way for employees to discuss their physical activities and ways to stay active. I have observed that this has resulted in the formation of running and yoga groups that continue beyond work hours, as well as potential challenges to improve physical performance throughout the week or month. The HR team can take the lead by inviting a wellness coach to host an event that educates teams on staying active while working remotely.

This is not an easy one so be mindful and cognizant of the individual: needs,priorities and willingness to participate and contribute You can encourage and motivate them to be active by highlighting the importance of well being (like an old yet prevailing saying "health is wealth") However, it would still depend on individuals, offer them; - Schedule the break times ( tea/coffee/lunch) & encourage them to stick to it - Host virtual engaging/well being activities - Healthy food choices (ensure people's food preferences) - Bring in wellness experts to motivate - And be the role model (Team will follow) - Talk to them and take feedback on need ( pass the feedback to policy/benefits team to assess scoping/customizing in the existing programs)